Welcome to “The Most Fascinating Recruiting Tales of the Week,” a weekly publish that options expertise acquisition insights and data from across the net to kick off your weekend. Right here’s what’s of curiosity this week:
ResumeBuilder’s latest survey reveals that “1 in 4 hiring managers say they’re much less more likely to transfer ahead with Jewish candidates.” Key findings embrace:
- 26% of hiring managers say they’re much less more likely to transfer ahead with Jewish candidates; prime cause for adverse bias is perception Jews have an excessive amount of energy and management
- 26% make assumptions about whether or not a candidate is Jewish based mostly on their look
- 23% say they need fewer Jews of their business
- 17% say management has instructed them to not rent Jews
- 33% say anti-Semitism is widespread of their office; 29% say anti-Semitism is appropriate of their firm
Two phrases: synthetic intelligence.
“The tight labor market is prompting extra employers to get rid of one of many greatest necessities for a lot of higher-paying jobs: the necessity for a school diploma,” The Wall Road Journal experiences. “Firms reminiscent of Alphabet Inc.’s Google, Delta Air Traces Inc. and Worldwide Enterprise Machines Corp. have lowered academic necessities for sure positions and shifted hiring to focus extra on expertise and expertise. Maryland this 12 months lower college-degree necessities for a lot of state jobs — resulting in a surge in hiring — and incoming Pennsylvania Gov. Josh Shapiro campaigned on an analogous initiative.” And with that in thoughts…
“Ryan Roslansky, the CEO of LinkedIn, thinks the location needs to be a spot the place its members’ billions of years of collective work expertise needs to be freed to upskill anybody, wherever, any time,” in line with Harvard Enterprise Overview. “Expertise, greater than levels or pedigrees, are the true measure of what makes a fantastic new rent, he argues, particularly because the workforce evolves in quick and dramatic methods.”
“Tech giants and banks are already slicing employees, however many employers appear determined to maintain hiring,” Bloomberg experiences. “Nearly three years after Covid-19 hit, corporations world wide nonetheless complain that they will’t get the expertise they want. They fear about labor shortages that can doubtless final past not simply the pandemic, however the subsequent downturn too. Deeper forces, reminiscent of modifications in inhabitants and immigration, are shrinking the pool of employees they will rent from.”
“Recruiters struggling to fill open jobs from what proceed to be skinny candidate swimming pools typically overlook one of many more practical sourcing instruments at their disposal: expertise rediscovery software program,” in line with SHRM. “These instruments assist recruiters mine current databases in applicant monitoring programs for sturdy candidates who beforehand utilized for jobs within the group — lots of them ‘silver medalists’ — and who stay viable choices for quite a lot of open roles.”
“Recruiters can typically be sorted into three buckets,” former recruiter Mash Nash tells HR Dive. These buckets are “individuals who promote, individuals who community and individuals who study their subject material. He leaned into that third bucket, and when the Covid-19 pandemic hit, he discovered additional alternative to check coding and pc science.”
Learn Expertise Board’s Kevin Grossman’s article about why a deal with retention, as legitimate as it’s, mustn’t come on the expense of prioritizing recruiting.
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